Scott Schnierer, Author at Uniforce

Temporary or Contract Jobs rival Full Time Positions

Career Center

Posted on Nov 30, 2018

Job seekers who believe that Temporary or Contract positions are not as good as full time “perm” or “permanent” jobs may want to think again. The reasons may not be obvious, but here are some:

No job is really permanent. Most positions are legally classified as “Employment at Will”. Any full time or temp job can end at any time.
Temporary positions are a great way to explore a company and department to decide if the opportunity is the right fit (e.g. location, hours, work environment).
Sometimes temporary or contract employees earn a higher hourly pay rate. Since companies spend an additional 70% of the employee’s salary on payroll taxes and benefits, they have the ability to offer higher wages to temporary or contract employees. Additionally, many jobs are classified as non-exempt so employees are eligible for Overtime.
Employers usually hire temps or contractors quicker than full time candidates. Many times, the corporate Human Resources (HR) department doesn’t even approve the assignment. The hiring department can handle the staff augmentation quickly.
Temp positions now offer health benefits and 401(k) retirement benefits.
In the state of New Jersey, there is Paid Sick Leave so everyone gets some PTO regardless of who the employer is.
Temporary employees don’t officially increase employer headcount for the company on assignment. Consequently, there are less compliance requirements, reporting, quotas, and government restrictions on the company. The temporary employee can provides minimal risk to the Human Resources policies.

To get a better understanding of the benefits to working as a temporary employee, contact a staffing firm such as UNIFORCE Staffing Solutions who can help explain the process.

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The end of the year: a good time to search for a job

Career Center

Posted on Nov 16, 2018

The end of the calendar year is always a good time to search for a new job opportunity. Most mid size and large corporations prepare year end planning and budgets to allocate full time headcount for the full calendar year. The true and interesting fact is that many companies still have unused headcount budget for 2018. Consequently, hiring managers may be quick to make hiring decisions in the event that they don’t use their headcount budget.

Staffing firms are also a part of the equation. Corporations still utilize staffing firms as staffing augmentation partners for temp-to-hire positions. The goal is to bring on someone as a temp and ultimately convert their employment to full time headcount status.

Time to get that resume ready and get to work. After all, finding is a job is a job.

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Happy Veteran’s Day

Uniforce News

Posted on Nov 12, 2018

Uniforce Staffing Solutions and all our employees wish all United States Veterans and family members a very Happy Veterans Day. We honor and appreciate your service.

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New Jersey Paid Sick Leave

Staffing Trends

Posted on Nov 09, 2018

The New Jersey Paid Sick Leave Act will take effect on October 29th. It requires New Jersey employers to provide up to 40 hours of paid sick leave per year to covered employees.

Employers are not required to permit employees to use more than 40 hours of sick leave in a benefit year. Employees can use accrued sick time after 120th day of their first date of employment for the following reasons:

Care or treatment of an employee’s own mental or physical illness including preventative medical care
Aid or care for a covered family member during diagnosis
Circumstances related to an employee or their family member’s status as a victim of domestic or sexual violence.
Closure of an employee’s workplace or of a school/childcare of an employee’s child because of a public official’s order
Time to attend a meeting requested or required by school to discuss a child’s health condition

The act provides employers with the discretion to choose the increments in which its employees may use accrued sick time. However, the largest increment chosen may not be larger than the number of hours an employee was scheduled to work in a given shift. For example, if an employee is scheduled to work a 7-hour shift, the employer cannot mandate that the employee use paid sick time in increments of eight hours.

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Remote workers: Payroll and Tax Tips

Workforce Compliance Trends

Posted on Oct 05, 2018

With the rising amount of workers gaining specialized skills and wanting more stay-at-home flexibility, companies are offering work-from-home options. It’s a great way to increase employee morale and reduce employer overhead. The most important thing to remember is that remote workers must be set up correctly for payroll and registered as an employee in the state they reside (basically, their home address). The Department of Labor and Department of Revenue for each State require its share of the employer burden. In other words, employers are required for payroll to contribute to the state’s unemployment insurance fund (the SUI burden or payroll tax) and employers are also required to pay employer taxes (the SIT burden or payroll tax).

Employers also need to be aware that a red flag can be set off from a simple tax return. If the remote worker files taxes in the state he or she works, but the Employer issues a W-2 Payroll Form in a different state, there may be an inquiry from the IRS. Additionally, Employers that issue 1099 forms to 1099 Independent Contractors who work from home, may want to reconsider. If a 1099 Independent Contractor only works for that employer, that could trigger 1099 misclassification and render an IRS or Department of Labor audit. The safest way is to set up payroll correctly and classify the remote worker as a W-2 Employee

If you have remote workers in multiple states, you need to make sure you are paying everyone according to the laws in those states. You and your payroll provider should know, at minimum, the following information in order to comply with each state’s regulations:

Minimum wage in the employee’s state
Paid Sick Leave Laws
Mandatory State Disability Laws
Mandatory off boarding pay cycle state regulations
Payday frequency requirements
Payroll deduction requirements
Overtime calculation (if it differs from the federal regulations)
Payroll tax calculations

Learn more about UNIFORCE Workforce Solutions.